Document jmo3OwVDGdE8eVOLxe7m84R82

<Eo^/ July 18, 1968 GRADING FACTORS Weighting % .1 Education 2. Experience 3 . Initiative 4. Physical Effort 5. Concentration .6 Responsibility for Materials SEquipment 7. Responsibility for Reports & Records 8. Working Conditions 9. Unavoidable Hazards O i--! 20 15 10 15 * 10 * 5 10 5 100% * The factors Education, Concentration, and Responsibility for Materials S Equipment increase, by degree increments of 10 points, 15 points, and 10 points respectively. At degree 7 the weighting changes. RSV0025744 7/18/68 1. EDUCATION Appraises the extent of educational background required by the average person working on the job, to perform the job satisfactorily. Degree Points 1 Ability to read and write (minimum). Read signs, simple instructions. 10 2 Grammar school education (thru sixth grade). Use of arithmetic, weighing and recording weights, measuring. 20 3 One year of high school, trade school or equivalent. Knowledge on the order of understanding simple ratios and per centages . 30 4 Two years of high school, trade school or equivalent. Knowledge on the order of understanding ratios and percentages. 40 5 Four years of high school, trade school 50 or equivalent. Involves training of others in process details and operation, and embraces such knowledge as under standing of diagrams, charts, formulas and tables; somewhat complicated drawings , shop arithmetic and ordinary shop mathe matics . 6 Technical knowledge requiring training 60 beyond that specified in the fifth degree comparable to that required for regular journeyman craftsmen and exceptional pro duction operations. 7 Specialized higher training involving technical theory such as for licensed journeymen and complicated integrated production operations. 70 RSV0025745 7/X8/68 2. EXPERIENCE Appraises the length of time required for the average person, with the education specified, to be able to perform the job satisfactorily. Degree 1 2 3 4 5 6 Up to one month One month to three months Three months to six months Six months to one year One year to two years Two years to four years Points 20 40 / 60 -80 100 120 RSV0025746 3. INITIATIVE 7/18/68 Appraises the nature and extent of the independent decisions and/or action required of the employee working on the job. Degree 1 Elementary job. The employee receives detailed instructions and is expected to perform the job as indicated. 2 Repetitive job. Requires close following of instructions and procedures. Some few very simple minor decisions may be made, if the decisions follow established prece dent . 3 Requires the more frequent making of simple decisions, but only when definite, clear-cut precedents are available. 4 In addition to making frequent simple decisions, the job requires occasional decisions or action following only general procedures in the absence of clear-cut precedents. 5 Difficult and complex type of job. Requires making decisions where only general pro cedures are available. 6 Extremely difficult and complex type of job. Requires independent and original action to achieve the desired results. Points 15 30 ! 4560 75 90 RRV0025747 7/18/68 4. PHYSICAL EFFORT Appraises the physical effort required of the average person to perform the job satisfactorily. Consider weight handled, frequency of handling and work position -- i.e. , standing, sitting, bending. Degree 1 2, 3 4 5 6 Very light physical effort required. Light physical effort required. Works regularly with light-weight objects. Comfortable work position. Repetitive continuous physical activity required. Average-weight objects handled. Moderately heavy physical activity. Medium-weight objects handled. May occasionally do heavy lifting, pushing or pulling (not to exceed 20 percent of the j ob cycle). Heavy physical work. Heavy lifting, pushing or pulling required (not to exceed 50 percent of the job cycle), Extremely heavy physical work or a very difficult work position required. Points 10 20 30 40 50 60 i?svnrm7AS 5. CONCENTRATION 7/18/68 Appraises the degree and amount of concentration required to perform the job satisfactorily.1 Consider the mental aspects of planning and organization relative to job complexity, plus the amount of attention required. Degree 1 2 3 4 5 6 7 Points Routine and simple job requiring a minimum of concentration. Job is largely automatic in nature. 15 Repetitive job requiring simple concentra tion but no real planning or organization. Little attention is required. 30 Repetitive job requiring occasional planning, organization and attentiveness. 45 Fairly diversified job requiring planning and organization in addition to alertness. 60 Diversified job requiring considerable con centration . 75 Diversified and complex job requiring sus tained concentration with advance planning and organization. 90 Highly diversified and complex job requir ing highest level of continual concentra tion with superior advance planning and organization. 105 T?Rvrum74Q 7/18/68 6. RESPONSIBILITY FOR MATERIALS EQUIPMENT Appraises the degree of responsibility for preventing damage to materials and equipment. Also, consider the possibility of salvage or repair. Degree 1 2 3 4 5 6 7 Points Damage would be trivial or negligible. 10 Damage of a minor nature - easily repaired or rectified, causing no appreciable loss of materials and no production delay. 20 Damage causing no production delay, but resulting in minor expenditures for mate rials or reprocessing or mechanical parts or repairs. 30 Damage causing minor production delay and resulting in minor expenditures for mate rials or reprocessing or mechanical parts or repairs. 40 Damage to equipment causing moderate production delay and/or resulting in moderate expenditures for materials or repairs to equipment. 50 Damage which would be costly and/or result in serious production delay. 60 Damage causing serious production delays of a plant-wide nature and/or result in major expenditures for repair or equipment. 70 i?Qvnmr.7<;n 7/18/68 7. RESPONSIBILITY FOR REPORTS AND RECORDS Appraises the responsibility for preparing or maintaining reports and records. The amount of creative effort required and the numher and complexity of the reports or records should be considered Degree 1 2 3 4 5 6 Little or no responsibility for reports or records. Routine simple reports, such as daily time card including time, operation, job per formed and department charged. Reports involving accounting of materials handled or used on job, including entries in department log books, commenting on job performed, or status of unfinished work. Reports involving accounting of materials handled plus additional reports such as inspection analysis on materials. Up to 25% of his time spent on reports or records. Maintenance of reports or records requiring 25% to 50% of the time. Maintenance of reports or records requiring 50% to 100% of the time. Points 5 10 15 20 25 30 RSVnn?57Sl 7/18/68 8. WORKING CONDITIONS Appraises the physical surroundings in which the job must be performed. Consider the extent of heat, cold, wet, dampness, darkness, glaring light, dirt, fumes, noise. Degree Points 1 Good shop conditions. 10 2 Occasional exposure to slightly disagreeable 20 conditions or outside weather conditions, not continuous. 3 Continuous exposure to slight dust, dirt, water, noise, fumes or process heat. 30 4 Continuous exposure to considerable dust, 40 dirt, water, noise, fumes or process heat or frequently to outside weather conditions, or intermittent exposure to some very dis agreeable conditions. 5 Continuous exposure to some very disagree- 50 able condition or a combination of less disagreeable conditions producing the same result. 6 Exceptionally disagreeable conditions such 60 as exposure to concentrated airborne dirt and dust continuously. RSV0075757 7/18/68 9. UNAVOIDABLE HAZARDS Appraises the accident or health hazards that exist even though safety devices or procedures may have been installed. Consider the degree of exposure to health or occupational hazards or the type and extent of the injuries the employee is most likely to receive. Degree 1 2 3 4 5 6 No health or accident hazards exist. If injured, employee is likely to receive scratches or minor bruises. No health hazards exist. If injured, employee is likely to receive such injuries as cuts, bruises, minor eye injuries or burns. Health hazards negli gible . If injured, employee is likely to receive such injuries as severe cuts, bruises, fractures. Some exposure to minor health hazards. If injured, employee is likely to receive a more serious injury, such as loss of fingers, serious burns or hernia. Some exposure to more serious health hazards, including occupational diseases. If injured, employee is likely to receive a serious injury such as loss of a leg or arm. Exposure to very serious health hazards or including occupational disease. Points 5 10 15 20 25 30 RSV0025753 LEVEL 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 ' 19 20 21 JOB LEVELS (All Occupations) 7/18/68 POINT RANGE 0-149 150-174 175-199 200-224 225-249 250-274 275-299 300-324 325-349 350-374 375-399 400-424 425-449 450-474 475-499 500-524 525-549 550-574 575-599 600-624 625 + RSVnn?.S7S4